Sect 22 - Employee Assistance Program.docx

CITY OF NAPLES PERSONNEL POLICIES & PROCEDURES MANUAL Section No: 22 SUBJECT: EMPLOYEE ASSISTANCE PROGRAM (E.A.P.) Effective: 02/01/2015 Last Revised: 12/19/1997 POLICY: The City of Naples offers an Employee Assistance Program (EAP) as a means for its employees and their family...

CITY OF NAPLES PERSONNEL POLICIES & PROCEDURES MANUAL Section No: 22 SUBJECT: EMPLOYEE ASSISTANCE PROGRAM (E.A.P.) Effective: 02/01/2015 Last Revised: 12/19/1997 POLICY: The City of Naples offers an Employee Assistance Program (EAP) as a means for its employees and their family members to address and resolve personal and family issues that might adversely impact their job performance, health, and well-being. Additionally, this service also provides a wealth of resources and information on personal wellness, fitness/nutrition as well as financial and legal services. OPERATING PROCEDURES GENERAL The employee assistance program provides confidential problem assessment, counseling, and initial referral services to employees and their families for personal, substance abuse, and work- related issues among other issues and concerns. SELF REFERRAL: The EAP is available at no cost to all regular, full-time City employees regardless of position, status, or collective bargaining agreement affiliation. Voluntary participation in the program does not jeopardize job security, promotional opportunities, or reputation. Eligible employees and their families are encouraged to utilize this service and view this service as an additional employee benefit to use when and as needed. MANAGEMENT REFERRAL: Recommended Participation: Employees may be either encouraged or recommended by their supervisor to participate in the EAP in situations where personal problems may be affecting or interfering with their job performance. Participation in City-recommended EAP counseling, does not exempt the employee from corrective disciplinary measures if performance problems persist or reoccur. Required Participation: If there are documented performance problems, a supervisor may require an employee to attend counseling as a condition of continued employment. Documentation should be reviewed by the employee’s department director and the Human Resources Director prior to referral. The Human Resources Director, or designee, will coordinate all referrals, communication and compliance for each required referral. CITY OF NAPLES PERSONNEL POLICIES AND PROCEDURES MANUAL USE OF LEAVE Leave may be requested for the purpose of receiving counseling, treatment or rehabilitation in accordance with federal and state law. Employees must use their accrued leave time before being considered for leave without pay. Employees whose leave is not covered by law may be granted unpaid leave at the discretion of the City Manager. CONFIDENTIALITY All records of usage (contacts, visits, etc.) as well as provider/employee discussions will be handled with the strictest of confidence unless otherwise released by the employee. However, in cases where the City referred the employee, confidentiality shall be limited to the release of whether or not appointments are kept and treatment compliance is completed. Section 22 Employee Assistance Program (E.A.P.) February 1, 2015 Page 2 of 2